• Journal of Digital Convergence
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• v.14 no.5
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• pp.207-215
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• 2016

The objective of this study is to examine the relevance between Job Characteristic and Organizational Effectiveness by Job Stress. The proxy variable of the Job Characteristic are skill variety, task identity, task significance, task autonomy, and task feedback. The proxy variable of Job Stress are role conflict, role ambiguity, and role overload. And the proxy variable of Organizational Effectiveness are job satisfaction, organizational commitment, and turnover intention. The sample consists of 379 data belonging to manufacturing and service industry located on Busan, Ulsan, and Gyungnam in 2015. The result of this study shows that there is difference on the relevance between Job Characteristic and Organizational Effectiveness according to the Job Stress. Therefore, it is more important to reduce the job stress to enhance the Organizational Effectiveness.

• Safety and Health at Work
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• v.6 no.4
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• pp.329-337
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• 2015

Background: The aim of this study is to examine the prevalence of musculoskeletal complaints in Swiss operating room (OR) nurses, and to investigate how work-family conflict, work interruptions, and influence at work are related to lumbar and cervical back pain. Methods: Participants in this correlational questionnaire study included 116 OR nurses from eight different hospitals in Switzerland. Results: We found that 66% of the OR staff suffered from musculoskeletal problems. The most prevalent musculoskeletal complaints were lumbar (52.7%) and cervical pain (38.4%). Furthermore, 20.5% reported pain in the mid spine region, 20.5% in the knees and legs, and 9.8% in the hands and feet. Multiple linear regression analyses showed that work-family conflict (p < 0.05) and interruptions (p < 0.05) significantly predicted lumbar and cervical pain in OR nurses, while influence at work (p < 0.05) only predicted lumbar pain. Conclusion: These results suggest that reducing the work-family conflict and interruptions at work, as well as offering opportunities to influence one's workplace, help to promote OR nurses' health.

• Korean journal of communication and information
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• v.62
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• pp.95-118
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• 2013

The purpose of this study was to investigate the variables which had effects on the organizational communication satisfaction(OCS) based on the relationship between organizational members' personality types and conflict resolution styles. A questionnaire survey including social style profile and OCS scale was carried out with the various organizational members. The results showed that there were significant differences on the ways to resolve the conflicts according to personality types. The members who tended to assert their opinions with confidence had a high level of OCS. The results of path analysis on the variables influencing the OCS revealed that among the conflict resolution styles, the problem solving style and compromise style were associated with the OCS-social relationship. In contrast, the blaming style and imposing style were related with the degree of OCS-task. The members' individualistic variables such as organizational status and sex were important factors in explaining the differences of conflict resolution styles and the OCS. In conclusion, this study showed that the matching of conflict resolution styles with the members' task characteristics is a crucial factor in the production of effective organizational outcomes. The limitations of this study were reported along with the suggestions for the future studies.

• Korean Journal of Culture and Social Issue
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• v.19 no.2
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• pp.109-131
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• 2013

It is expected that expanded use of smartphone and enhanced information technology will enable smartwork to change individuals and organizations. Smartwork is expected to allow people to perform their roles without barriers of time and space. However, people tend not to accept and actively utilize smartwork. The present study is to examine how important flexibility-willingness is for performance outcome in the context of smartwork. It was hypothesized that flexibility-willingness mediates between perceived smartwork usefulness and work-family conflict. It was also hypothesized based on technology acceptance model that task interdependence and process control moderates the relationship between flexibility-willingness and work-family conflict because the relationship is not consistent. The results show that the mediation effect of the flexibility-willingness is statistically significant. The moderator effects of task interdependence was marginal proved but process control wasn't. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.

• Journal of The Korean Association For Science Education
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• v.27 no.4
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• pp.354-365
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• 2007

The purpose of this study was to understand the undergraduate students' response characteristics by their cognitive conflict levels and result predictions when they were confronted with the learning tasks of action & reaction and electric circuits. The 147 engineering college students who were enrolled at the introductory physics classes were selected as the subjects for this study. The students were grouped by cognitive levels and result predictions. First, in action and reaction task, the trend of suspecting experimental results and finding the reasons was dominant; however, in electric circuits, the trend of accepting the results was dominant. Second, the reasons for the responses on the subcategories of cognitive conflict were different by the level of cognitive conflict. The responses were influenced by students' preexisting knowledge, former experiences, learning habits, learning motivation, and epistemological beliefs, etc. The high conflict group recognized what they do not consider and was positive to reappraise their preconceptions, while the low conflict group showed the tendency of accepting the situation without doubt and low interest on learning physics. In conclusion, students responses showed differences in cognitive conflict levels, result predictions and presented conflict tasks. The research results, especially the response characteristics, suggest that more research on effective cognitive conflict strategies appropriate for different tasks and students' conflicts are necessary for effective physics teaching.

• Journal of Engineering Education Research
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• v.14 no.1
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• pp.40-45
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• 2011

This study was conducted to compare the creative problem solving styles and conflict management types between engineering college students with high and low team performance records. Most students with high team performance records preferredDeveloper style(76.7%) and Task-oriented style(65.1%), whereas most students with low team performance records preferred Explorer style(72.2%) and Person-oriented style(86.1%). Results of the comparison of conflict management types revealed that most students with high team performance records belonged to a competitive logic type(22.8%) and an accommodative compromise type(17.7%), while most students with low team performance records belonged to an accommodative compromise type(20.3%) and a permissive resignation type(12.7%). It would be useful to provide the engineering students with the specialized program to complement their problem solving styles and conflict management types.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.69-78
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• 2015

Labor and management relation rises as a key task to solve in order to ensure corporate's sustainable competitiveness in a convergence global environment. The aim of this study is to examine the mediation effect of labor union participation behavior in the effect of convergence-type labor-management conflict on the turnover intention. Data was collected from 491 employees who were employed in medium and small enterprises in Daejeon, Chungcheongnam-do and Chungcheongbuk-do. The results are as follows. Firstly, labor-management conflict had positive (+) effect on labor union participation behavior. Secondly, labor union participation behavior had negative (-) effect on turnover intention. Thirdly, labor union participation behavior had mediating role in the relation between labor-management conflict and turnover intention. Therefore, it is necessary to respond profit and desire of the labor union members by union leaders and to enhance necessity and value of the labor union continually.

• Journal of the Korea Convergence Society
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• v.12 no.3
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• pp.151-164
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• 2021

This study aimed to find ways to reduce self-censorship by identifying the conflict and attribution to the motivation for self-censorship during the curriculum of the College of Arts. The analysis confirmed the significance of each relationship by conducting a correlation and regression analysis between the variables, and the analysis of the effects was based on the significant factors among them. The analysis showed the external locus of control toward self-censorship and interpersonal conflict had a partial mediation effect. In other words, as the degree of conflict in the educational environment increases, art college students are aware of the cause of the problem due to external characteristics such as others, task difficulty, etc., and thus confirmed the conclusion that frustration and shame caused by it become the motive for self-censorship.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.17 no.3
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• pp.794-815
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• 2023

The rapid development of mobile communication not only has made the industry gradually diversified, but also has enhanced the service quality requirements of users. In this regard, it is imperative to consider jointly network slicing and mobile edge computing. The former mainly ensures the requirements of varied vertical services preferably, and the latter solves the conflict between the user's own energy and harsh latency. At present, the integration of the two faces many challenges and need to carry out at different levels. The main target of the paper is to minimize the energy consumption of the system, and introduce a multi-slice joint task offloading and resource allocation scheme for massive multiple input multiple output enabled heterogeneous networks. The problem is formulated by collaborative optimizing offloading ratios, user association, transmission power and resource slicing, while being limited by the dissimilar latency and rate of multi-slice. To solve it, assign the optimal problem to two sub-problems of offloading decision and resource allocation, then solve them separately by exploiting the alternative optimization technique and Karush-Kuhn-Tucker conditions. Finally, a novel slices task offloading and resource allocation algorithm is proposed to get the offloading and resource allocation strategies. Numerous simulation results manifest that the proposed scheme has certain feasibility and effectiveness, and its performance is better than the other baseline scheme.

• Proceedings of the Korea Society for Industrial Systems Conference
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• 2008.10b
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• pp.249-254
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• 2008

Since Lau and Murnighan first introduced the concept of faultlines in 1998, there are many extended studies related to faultlines theory. It is obvious that faultlines theory adds valuable explanations in addition to what numerous previous demographic studies have explored. However, previous research has not been able to fully integrate the characteristics embedded in the workplace environments, and the influence of faultlines in IT industries has yet to be explored. So it is not reasonable and convincing to extend the findings from previous faultlines research to other industries in the global world. In this study, IT related influence is given considerable weight into traditional faultlines theory and the impact of IT-based faultlines is revealed. Our study indicates that IT-based faultlines have negative impact on task conflict, process conflict and relationship conflict, and also have negative impact on individual outcomes such as individual performance and satisfaction. The influence of IT-based faultlines on people s intend to remain in the current organization is found to be insignificant. Our empirical study reconfirmed that faultlines are important indicator in group works and also that faultlines are intimately related to various conflicts and individual outcomes. We hope our research findings would be beneficial to the organizations concerned with effective and efficient group work.